PHCC of Washington News, Fall 2016 by Blue Water Publishers, LLC

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125 t i x e d at I-5 an

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FALL 2016

PHCC of Washington PHCC of Washington News is published twice per year for the Plumbing, Heating & Cooling Contractors of Washington Association Greta Flinn, Executive Director P.O. Box 47195, Seattle, WA 98146 Cell: (253) 250-1149 | Fax: (866) 272-2545 http://www.phccwa.org For information on advertising in this magazine, please contact the publisher: Jim Aitkins • Blue Water Publishers, LLC • (360) 805-6474 jima@bluewaterpublishers.com www.bluewaterpublishers.com The publisher cannot assume responsibility for claims made by advertisers, content provided by the editor, or for the opinions expressed by contributing authors.

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A Message From PHCCWA President

hat do you have to offer? For decades we have sat by and let the education system tell our young people that college is the only option. Now we see the results of that. Millions of people with or without a degree, but with billions owing in student loans. We need to figure out how to offer these young people an alternative in our industry. How do we show them the wonders and satisfaction that comes Gerald Church from being able to provide a service to people, fix the things they can’t, and be paid well for our efforts? I have been in the plumbing industry for over 40 years. Because of that, I have been able to provide for my family, give back some to my community, and to my creator. I have had the pleasure of traveling the world (several countries) and many places in our country with a wonderful woman for 47 years. I live in a nice home, which my wife, dubbed the “Money Smith Castle.” I’m blessed with two great sons, one incredible daughter-in-law, and five grandchildren. This plumbing industry has made my life very rich, although not wealthy by some standards. I feel blessed and fulfilled. That is what we have to find…a way to communicate to prospective new people to get them to join us in this vital work. What is your story? What do you have to offer? Get involved and help us show the world how important this is. Go forth and prosper! Gerald Church J & K Plumbing, Inc. PHCC of Washington President

Contents:

A Message From PHCCWA President - Gerald Church

Your Logo is Worth Protecting

Congress Turns to PHCC for Workforce Solutions

Preparing for Generation Z

PHCC National Auxiliary Report

The Unpleasant Side of Cyber Space

How to Bring Youth Into Your Organization

It’s All About Tangible Value

Zone 3 Report

Congress Makes Positive Move on Workforce Development

L&I Compliance Inspectors

2017 PHCCWA Contractor Membership Application

2017 PHCCWA Associate Membership Application

LOGO

www.phccwa.org • PHCC of Washington News • Fall 2016

Water heaters and boilers, residential and commercial, high efficiency and high output – Bradford White has the products you can count on for years of reliable service. We build water heaters in Michigan and boilers in New Hampshire. But no matter the location, each manufacturing facility is staffed with a highly skilled and experienced workforce. These people know how to design and build a great water heater and a great boiler. They do it every day. They do it for you. We have exactly what you need, everything you need, to get the job done and help you build a very long list of greatly satisfied customers. If what you do for a living involves water heaters and boilers, remember this – Bradford White is an American manufacturer that builds products for wholesale distribution to a Bradford White is the Official Water Heater and Boiler of the PHCC.

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www.phccwa.org • PHCC of Washington News • Fall 2016

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A Message from the PHCC National Association Executive Vice President, Michael Copp

LOGO Your Logo is Worth Protecting

ince joining PHCC, I have learned about the recent progress with brand unity that has occurred since the creation of the “Best People. Best Practices.®” campaign. I am told that the Federation has come a long way as a result this effort and we have learned that a unified corporate image and logo are so important to achieve success, and requires that you diligently protect your corporate brand. Your own business’s logo is considered your corporate asset because of the critical role it plays in product and service differentiation for your company. It also evokes subconscious emotions, and hence, establishes value alignment between your company and your employees and your customers. “When it comes to identifying your brand, your logo is probably the first thing your customers will think of” and changing your corporate ideogram jeopardizes established brand loyalty and recognition, which is why your logo is considered a corporate asset to be protected. To that end, you should have a “Logo Use” Policy that reaffirms that your logo is a registered trademark and is the property and an asset of your company. PHCC established its trademark or logo use policy to permit members and affiliate associations to use its logo in certain ways and to prohibit its use in other ways. Additionally, in order to protect its interest in the logo,

PHCC is required by trademark law to police its use so that its asset is not misused or its value diminished. You should consider protecting your logo accordingly. Creating a logo is both an art and science - Allowing others to reuse and change your logo can cause unintended subliminal reactions to your brand. When one changes the configuration and/ or PMS colors of your logo, the modified logo drastically alters the original meaning. For example, the PHCC logo contains red, white and blue PMS colors used to evoke specific subconscious

www.phccwa.org • PHCC of Washington News • Fall 2016

feelings of associative value (to include feelings of strong patriotism and faith). Below are examples of how color variation changes the meaning of the image. Co-Branding with the PHCC Logo - PHCC encourages members to consider using the PHCC logo in conjunction with their corporate brand. Since 1883, PHCC has earned a high level of respect and its trademark plays a critical role in professionally representing its strength and success while simultaneously attracting more like-minded members whose values align with the PHCC Federation. As PHCC seeks “to become so relevant that clients and the public identifies a PHCC contractor as the best choice for a knowledgeable and reliable product and service”— we can collectively strengthen the PHCC brand identity for you through member contractors’ connections to the association. Hence, PHCC members may grow market share. The more that the PHCC brand is displayed, the more awareness the consumers of products and services will associate members of our organization with a higher level of professionalism something akin to what the Good Housekeeping magazine did with its “Good Housekeeping Seal.” There are many customizable resources available for members to co-brand their promotional materials with PHCC.

For example, check out the “Best People. Best Practices.®” marketing tools posted at phccweb.org/besttools. And, tap into the new easy-to-use career recruitment tools in the “More Resources: Plumbing and HVAC Career Info That Will Surprise You” section of the phccweb.org/workforce web page. By cobranding with PHCC, members will strengthen their own brand and drive home the message that they are the most qualified choice for p-h-c services and careers. Co-branding with PHCC is a privilege only available to members of our organization. For more information about membership in PHCC, contact membership@naphcc.org or visit www.phccweb.org. If you see a non-member company displaying the PHCC logo, please email membership@naphcc. org or call (800)533-7694. Sources: http://added-value.com/brand-cohesion/ http://www.fastcompany.com/3028378/leadership-now/what-your-logos-color-says-about-your-company-infographic http://blog.logodesignguru.com/meaning-and-uses-of-colors-in-logodesign/ http://www.color-wheel-pro.com/color-meaning.html https://en.wikipedia.org/wiki/Logo

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Visit tsbrass.com and learn more about how we’re partnering with contractors just like you. T&S plumbing products represented in Washington by: Stone-Drew/Ashe & Jones - 206-763-2850 www.phccwa.org • PHCC of TSB_0592 2015 PHCC Pubs.indd 14 Washington

News • Fall 2016

12/18/14 10:48 AM

Congress Turns to PHCC for By Mark Riso Director of Government Relations PHCC National Association

WORKFORCE SOLUTIONS

ecently, PHCC and the Educational Foundation, in conjunction with the House Congressional Career & Technical Education Caucus (CTE), held an innovative – very informative – workforce development roundtable. The purpose of the roundtable (done in a town hall setting) was to offer Congress direct plumbing and HVAC contractor success stories on employee recruitment and retention. In a word, the meeting was great! The meeting (held on Capitol Hill) began with one of the House CTE Caucus Chairs welcoming Capitol Hill staff and a myriad of organizations. “The number one asset of any employer is a trained and qualified worker,” House Career & Technical Education Caucus Co-Chair Glenn “GT” Thompson (R-PA) said during his opening remarks. Congressman Thompson is passionate about exploring and developing ways to solve the workforce crisis. But given current demographic trends, finding skilled workers is becoming increasingly more difficult in the p-h-c industry. With an expected shortage of more than 138,000 employees by 2022, the industry faces a “workforce time bomb,” said roundtable facilitator Tom Applegate, executive director of the Ohio Association of Career-Technical Superintendents and a member of the PHCC Educational Foundation Board of Directors. To raise awareness of the issue, a panel of PHCC members from across the country shared the proactive solutions they have implemented to fill some of the many jobs and career opportunities available in the industry. Here are some of the examples: CAREER WEBSITE John Bain, R.T. Moore Co. Vice President of Internal Operations & Talent, and PHCC of Indiana Executive Director Brenda Dant described how their chapter developed a special website (www. thebestcareer4you.com) that reaches the 18- to 24-year-old market and promotes the “modern profession of plumbing.” According to Dant, the website matched 230 prospective employees to employers over a three-month period. “Attracting, training and retaining a qualified workforce are crucial for our company—and a challenge for us,” Bain said. “This PHCC chapter website helps build brand awareness of the opportunities in the skilled trades, and our company gets the advantage of leveraging the website to get qualified leads on new workers.”

RIDE AND DECIDE Gordy Noe, President of Pioneer Heating and Air, Knoxville, Tennessee, talked about the success of the Ride and Decide program, which allows high school juniors and seniors in his area to try the trades and see if it’s a good fit. In its second year, the program has more than 50 students signed up to experience first-hand what the jobs entail – while getting paid – so that they can make informed career decisions. PLUMBING PIPELINE PROGRAM Sam Dowdy, Owner of S & D Plumbing in Taylor, Texas, described the successful Plumbing Pipeline Program he established to increase high school students’ interest in p-h-c careers. Dowdy also participates in local Careers Days for kindergarten and elementary students, as well as several other recruiting programs. “We’re making sure that students, parents, counselors and teachers know that there are opportunities for professionals in our industry,” he said. Representatives of two PHCC Corporate Partners also attended: Bradford White Executive Vice President and COO Bruce Carnevale and Bradford White Director of Marketing Carl Pinto; and InSinkErator Vice President of Sales – Wholesale Joe Maiale. During Q & A, a variety of topics were discussed that keyed on the need for positive workforce development policy; outreach with teachers, counselors and workforce boards; soft skills training for technicians; increased CTE funding; and the inclusion of p-h-c contractors and other industry representatives in discussions about future workforce initiatives. PHCC member Rep. Markwayne Mullin (R-OK) expressed his gratitude that p-h-c contractors came to Capitol Hill to offer their successful hiring strategies. As the owner of Mullin Plumbing, the Congressman knows first-hand the challenges of finding skilled workers. Two representatives of the United Association of Journeymen and Apprentices of the Plumbing and Pipe Fitting Industry (UA) also attended. The UA has established a Veterans in Piping program that provides high-quality skills training and jobs in the pipe trades to active duty military personnel preparing to leave the service. The event concluded with PHCC National President Chip Green addressing the audience. “This event provided an excellent platform for PHCC members to share successful recruitment programs and express their continued need for skilled and careerminded employees.” www.phccwa.org • PHCC of Washington News • Fall 2016

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www.phccwa.org • PHCC of Washington News • Fall 2016

Preparing for Generation Z

By Michael Copp, NAPHCC Executive VP

any of us talk about the more than 80 million Millennials, born between 1980 and 1995 who are “rapidly taking over from the baby boomers who are now pushing 60.” As organizational leaders, we must learn how to coach “a generation coming into the workplace that has grown up with the expectation that they will automatically win, and they’ll always be rewarded, even for just showing up.” In the meantime, a new “Generation Z” is coming of age and brings with them a different set of values and expectations that organizations must contemplate as the industry struggles with workforce shortages. Those born after 1995 differ from Millennials because they grew up watching Millennials work in underpaid and underskilled jobs. This under-employed situation was in part because of the impact of the credit crisis in 2008 and also because many Millennials earned degrees in skills for which there was a low demand in the marketplace. Generation Z grew up during a

time when 9/11 took place, the U.S. has been at war in Iraq and Afghanistan and the credit crisis I mentioned earlier. As a result, this generation is much less trusting of the political system and tends to be described as “realists.” The table below shows some general differences between these two generations. So, the workplace will soon be filled with workers who are Baby Boomers, Millennials and now Generation Z with very different values and expectations. While much as been researched about the first two groups, Generation Z brings some interesting characteristics to the workplace based on recent research: •

They “see themselves as entrepreneurial” given their proclivity toward being more independent. They want to make an impact and therefore want to start their own business—a trend that has been gradually rising with each new generation.

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•

Work-life balance is [slightly] less important to Generation Z , “cited by 40% of Gen Z-ers vs. 54% of millennials.”

•

“There has also been a strong increase in focus on tech[nology] skills, which can be learned regardless of where you go to school or what you study.” (Katharine Lynn, Universum’s associate director of marketing and communications)

•

“53% of Generation Z prefer in-person communications over instant messaging or email.”

•

“Diversity will be an expectation of Generation Z.” They are not only tolerant but accepting because they are the most diverse generation in history.

•

They are less likely to pursue an advanced degree given the perceived availability of online alternatives.

•

Much like millennials, they expect to stay in their first job for no more than three years. Opportunity for advancement is critical for this generation.

their expectations” (Lynn, 2015). However, their world perspective is different and organizations should prepare for when this generation begins entering the workforce within the next five years. Recruiting this group of future workers will require new strategies given that they are thinking earlier about entering the workforce and already researching companies; looking for long-term career growth; want to understand clarity of purpose and meaningful contribution to society; and prefer visual platforms to learn more about your brand and value proposition for them (within eight seconds given their reduced attention span). Sources: http://www.cbsnews.com/news/the-millennials-are-coming/ www.bainbridgeconsulting.com www.crmtrends.com, US Census Bureau- 2012 http://money.cnn.com/2015/12/16/news/generation-z-work/ http://www.business2community.com/social-data/15-aspects-that-highlight-how-generation-z-is-different-from-millennials-01244940#bKsKPjoHF1P9D59h.97 https://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/tips-recruiting-generation-z.aspx

We have to acknowledge that “Gen Z is still made up of mostly students -- and their relative inexperience may be influencing

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combining capacity with ability and agility Safety First! • We hire only trained, professional equipment operators, laborers and dump truck drivers • All of our employees have received competent person training • We have weekly safety meetings • Our employees are required to wear personal protective equipment on every excavation site • Trench shoring is always used when required

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www.phccwa.org • PHCC of Washington News • Fall 2016

PHCCNA AUXILIARY REPORT... By PHCCNA Auxiliary Vice President; G. Fischer

n our constantly changing work environment and a desire to have younger individuals become interested in knowing about our profession, it has been a constant challenge for a good part of two decades to bring young people to the trade. As the “older” generation is moving onto retirement and take a large part of knowledge with them, the younger set must be in place to lead and carry forward. The following is an already full focused version of commitment coming from the national level onward into your community. The Auxiliary has been working, hand in hand, with the contractors across this wonderful nation of ours, to promote and educate the public in an awareness campaign. With a vision to foster and improve relationships throughout the p-h-c industry, we collectively, on both a national and individual state levels, have forwarded to enhance the education of all in our great trade. The mission statement of the Auxiliary is “in cooperation with the PHCC Association, promote public awareness of the industry through education and communication” through the community, educational resources, scholarships and membership.

COMMUNITY

Public Awareness • educate the public about the value of PHCC standards, excellence and professionalism • enhance media relations and coordinate efforts with chapter programs • support our members in their media relations efforts and feature their work • strengthen the PHCC brand Community Involvement • encourage and promote member involvement in local community events • engage the public and the community in PHCC activities • support member to take leadership roles in their communities • facilitate effective dialogue between members and the public

EDUCATIONAL RESOURCES

Professional Support • identify career pathways for young individuals • support overall success of all students • build a strong foundation of p-h-c career options • disseminate career information to high school guidance counselors 14

• •

participate in local career days and job fairs support HVAC and plumbing apprenticeship contests

Liaison • promote national industry days to schools, homeowners and consumers • provide communication between National PHCC, staff, AEC and Auxiliary members

SCHOLARSHIPS

Financial Support • be committed to removing financial barriers for those who wish to pursue post-secondary learning • encourage and guide students to participate in scholarship programs to advance their education and career • support efforts to encourage students, as early as the elementary grades, to aspire to and plan for education beyond high school • continue to communicate all types of scholarships and financial aid offered for students Trade Education Support and Grants • provide grants of PHCC programs and industry related approved programs • identify additional funding sources to support PHCC approved schools

MEMBERSHIP

Value • make membership in the Auxiliary invaluable to all industry members Recruitment & Retention • create long-term recruitment and retention plans and goals for all membership levels • facilitate new member involvement • continuously deliver value to a sustainable, diverse and committed membership Engagement • increase member awareness and engagement in programs, resources, the board and other opportunities • empower the membership to support the PHCC through volunteerism www.phccwa.org • PHCC of Washington News • Fall 2016

www.phccwa.org • PHCC of Washington News • Fall 2016

The UNPLEASANT Side of CYBER SPACE

Most common causes of data breaches: Employee error Lost/stolen hardware Inadequate safeguarding procedures

he Internet connects businesses of all sizes to data networks and computer systems around the world. It also exposes companies to hackers, viruses, and other computer attacks. And, let’s face it, there is no such thing as perfect computer security. Whether by hacker, glitch, or employee error, many businesses will experience a data breach incident at some point. Knowing a breach is practically inevitable, and the recovery cost potentially devastating from a financial, public image, and regulatory enforcement standpoint, how does a business owner protect his or her organization? A few years back, Hartford Steam Boiler Inspection and Insurance Company (HSB) teamed up with The Ponemon Institute to conduct a study of small businesses and the impact of data breaches. Their findings are eye-opening and informative, and can serve to inspire business owners everywhere to take steps to protect their valuable data. • Fifty-five percent of small companies have experienced at least one data breach; 53 percent have experienced multiple breaches. • Only a third of small businesses notified people that their personal information had been compromised, even though 47 states require notification. • Nearly three-fourths of companies that experienced a breach were not able to fully restore their company’s computer data.

The research also revealed the three most likely causes of data breaches. More than half were due to employee mistakes. Forty-two percent involved lost or stolen hardware (laptops, smart phones, tablets, and storage media such as USBs and back-up drives). And, more than a third were a result of procedural inadequacies. But, the breaches aren’t caused only by internal errors. There is also a significant exposure when exchanging information with outside entities: • Eighty-five percent of businesses share customer and employee data with third parties, such as those providing services for billing, payroll, employee benefits, and information technology. Most do not have contracts that require third parties to cover all the costs associated with a data breach. As cyber-crimes get more sophisticated, your defense against them needs to keep pace. Federated Insurance can help you learn ways to minimize the risk of a breach, and, if you are a Federated client, you also have access to a seven step cyber security plan through Federated’s Shield Network®. To learn more, visit www.federatedinsurance.com.

www.phccwa.org • PHCC of Washington News • Fall 2016

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How To Bring By John Chapin

lmost every industry I talk to these days is struggling with bringing youth in. How do you get them interested in your industry? How do you get them to take you seriously? How do you get them to work hard without thinking they’re entitled to everything without actually having to work for it? Here are some answers.

STEP 1

REALIZE THERE ARE SOME GREAT MILLENNIALS OUT THERE. The fact that most of the youngest generation in the workforce seems to be entitled, self-centered, has no work ethic, and expect success overnight is first, not as quite as bad as it seems and second, nothing new. Those aspects aren’t generation dependent, they’re age dependent. When I was in my 20s, I was pretty much the same. Let’s face it, at that age most of us don’t have spouses and kids to worry about yet, we tend to think that we know everything, are immune to life’s pitfalls, and that there is plenty of time to have fun now and get serious later. That said, there are careerminded, hard-working millennials who are looking for a longterm, fulfilling career but you’re going to have to be committed to seeking them out, digging deep, and working hard to find them.

STEP 2

TALK ABOUT WHAT’S IMPORTANT TO THEM AND SELL THE DREAM. Ask them what they want and show them how a career, not a job, in your industry will provide what they’re looking for. If you’re www.phccwa.org • PHCC of Washington News • Fall 2016

YOUTH Into Your Organization

the typical person who comes to me about bringing youth into your business, you’ve been in the industry for decades and have had a good degree of success. Let the younger people know that they can follow in your footsteps and enjoy the same success. They too can have nice cars, nice houses, and live an extraordinary lifestyle all while providing for a family now or in the future. Generally speaking, younger salespeople will be more focused on the material rewards and money, as you probably were at their age, so you can put a little more emphasis there, letting them know they’ll be more than prepared to provide for a family down the road too. The most important thing is to let them know that a career in your industry can provide them with everything they need to be successful and fulfilled.

STEP 3

SET EXPECTATIONS AND PREPARE THEM FOR WHAT’S AHEAD. Now that you’ve sold the cars, houses, and luxurious lifestyle, it’s time to talk about the price of success. Let them know this is not a 9-to-5 job and that if they’re going to have it all, there will be sacrifice. Inform them that they’re going to have to pound the pavement, get beat up, and encounter pain and failure before success. Make them aware of the fact that, especially in the beginning of their career, life will be out of balance, weighted heavily toward the work side. Let them know their friends will be out drinking and asking why they’re working so hard and they might think that they’re missing out and that the long hours aren’t worth it, but in the end, they will be. Say, “Five or six years from now your friends will think you’re lucky or were simply in the right 21

place at the right time because your business will be taking off and success will be obvious. You’ll be taking great vacations, buying the nice new house, and driving your family around in the nice new car, and your friends will be toiling away in a job that they most likely hate, without a lot of financial or other rewards. Yes, in the beginning it will be tough, but if you’re willing to work like no one will for the next 5 to 6 years, you’ll live like no one can for the rest of your life. But all of that is going to take determination, hard work, self-discipline, and a commitment that you are absolutely going to make this happen and be successful no matter what. Success or failure is completely in your hands.”

STEP 4

BE AN ORGANIZATION COMMITTED TO THEIR SUCCESS. Bring them into the right environment and have an effective on-boarding and training program. The right environment is one of professionalism and high standards. It’s a competitive environment in which everyone gets along, supports one another, knows what is expected of them, and gets the job done. You can’t allow negativity or slacking. Establishing good habits is the first step in developing a new salesperson. Do this with a solid training program which may include sending them to outside classes and training. Work with them to develop production goals and daily activity. Help them calculate the numbers and make sure they do what needs to be done. Chart a course for them to follow for personal and professional success. Ensure your company is progressive, up-to-date, and open to new technology and change. Embrace the unique strengths that millennials bring to the table: energy, new ideas, and experience with technology. Take them seriously, treat them as equals, and value their input and opinions. Remember, good salespeople are hard to find at any age. Do the work necessary to get the right people on the bus. Let them know what’s in it for them, let them know what you expect in return, and make sure it’s a win-win for all involved. And now a quick note for younger people reading this… You are at an age in which it is extremely easy to stand out and get a huge head start. Look for a career, not a job, and take it seriously now. It will pay off tremendously down the road. If you’re going to be successful, you have to pay the price at some point. Pay it now while you still have tons of energy. John Chapin is a sales and motivational speaker and trainer. For his free newsletter, or if you would like him to speak at your next event, go to: www.completeselling.com John has over 26 years of sales experience as a number one sales rep and is the author of the 2010 sales book of the year: Sales Encyclopedia. For permission to reprint, e-mail: johnchapin@completeselling.com. 22

www.phccwa.org • PHCC of Washington News • Fall 2016

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www.phccwa.org • PHCC of Washington News • Fall 2016

It’s All About Tangible Value

By Michael Copp, NAPHCC Executive VP

have had an exciting couple of months getting my legs under me and learning what it means to be a PHCC team member. I appreciate the warm welcome I received as I embarked on my “listening tour” these past few weeks, and look forward to meeting many more folks over the next several months. Like most of the associations I have worked with, one question that I continue to hear is, “What is the value of PHCC?” PHCC National defines “value” in terms of: •

connecting people to intelligence and resources;

•

advocating on behalf of the industry;

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educating the next generation of members and providing continued education for the experienced;

•

partnering with industry leaders to support the PHCC mission; and

•

protecting public health and safety and the environment.

actions become your habits, your habits become your values, your values become your destiny.” The tangible “value” from all levels of the PHCC Federation directly contributes to our members’ “destiny” of prosperity and positive stewardship of the p-h-c industry—assuming members access those resources. The PHCC benefits help members operate businesses in the current environment—with an eye to the future. PHCC is

I think that in the minds of our members, this is “perceived” rather than “tangible” value because the aforementioned descriptions may not resonate with members who do not access PHCC resources on a regular basis—if at all. So, our job is to not only to communicate what we collectively offer, but also show our members (and prospective members) how to access and use the resources to help address their specific professional and business needs. Below is a partial list of specific resources that I think illustrate the “tangible” value of PHCC membership. For more information, visit www.phccweb.org/phccvalue. Mahatma Gandhi once remarked that “Your beliefs become your thoughts, your thoughts become your words, your words become your actions, your 24

www.phccwa.org • PHCC of Washington News • Fall 2016

www.milwaukeetool.com/one-key 25

constantly looking ahead and connecting people to intelligence so that members can better make business decisions about diversification or consolidation, training and development, employee benefits, marketing and promotion, use of technology, etc. Looking Ahead As we enter 2016, the economic outlook is positive, according to a special report provided to PHCC members recently. Economist Elliot Eisenberg, Ph.D., predicts that households will continue to drive the economy, with assistance from government spending because of improving employment and slightly rising incomes. Dr. Eisenberg projects that GDP may grow by 2.5 percent. Unemployment will likely decline to about 4.6 percent by the year’s end. He also has positive forecasts for single-family and multi-family starts, residential remodeling growth and commercial construction activity, including lodging and retail. On the institutional side, spending on religious buildings, nursing homes/assisted living facilities, police/courthouse/prisons, and miscellaneous government are up. Spending on hospitals/clinics, libraries/museums and military facilities are down. (Elliot Eisenberg, Ph.D., Economic Forecast for 2016: Much Like 2015 but Construction Activity Strengthens, PHCC Online, Dec.15, 2015)

PHCC National is assessing information like this in preparation for the association’s strategic planning session in late January. Based on the data we have reviewed so far, it is clear that the organization and member businesses have many opportunities to adapt and grow in 2016. The association will be providing resources to help you overcome challenges you are encountering in the industry, like finding and retaining a skilled workforce; mastering technology; and addressing the multi-generational issues that are impacting our businesses and society. We must continuously listen to the “voice” of our members and constituents to innovate and enhance products and services that are of the greatest “tangible” value to our members, sponsors, students and precious industry partners. To that end, I look forward to sharing and implementing the PHCC— National Association’s objectives for the next several years that will require us to influence, facilitate, educate, and advocate— all with the sole destiny of helping all stakeholders within the PHCC Federation thrive. If you’d like to learn more about PHCC, please email us at membership@naphcc.org or call (800)533-7694.

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www.phccwa.org • PHCC of Washington News • Fall 2016

Zone 3 Director Report Bill Buckingham

have been meeting with the other PHCC (L to R) Legislative Aid, Rick Charriere; National Officers. During the last meeting, Steve Ferree; and Darrell Fuller we approved the 2016-2020 Strategic plan and discussed a number of challenges and opportunities for our members, including attracting the next generation of skilled workers to our industry. We also heard staff and committee reports on the progress PHCC is making to protect member interests and provide the resources they need to be successful. Below is a summary of the Strategic Plan which I would like to share with you. PHCC Strategic Plan: It’s All About You What makes you different from the competition? What tools would you like from PHCC to make the distinction ever clearer— so clear that your clients and the public identify you as their “contractor of choice”? During the May 17 PHCC—National Association Board of Director meeting the PHCC board members and staff explored those questions and many more. The conclusion are summed up in a final member-focused 2016-2017 Strategic Plan that I think represents the transformational change needed for the future success of our members and this Federation. The plan is based on a simple and refocused vision: PHCC will become so relevant that PHCC contractors are the best choice for professionalism, reliable products and knowledgeable service. This is the story we want told about our association many years from now and requires us to place the members’ needs before that of the association. If PHCC members thrive through our efforts, then the association will thrive. To achieve this vision, PHCC will undertake several bold initiatives- all designed to set the stage for you to exceed your business goals and to reinforce the value of being a PHCC member. Through efforts in membership, public awareness, workforce, HVAC, and revenue expansion, PHCC will be positioning PHCC members as the contractors of choice. These focus areas complement ongoing initiatives, like legislative and regulatory representation. Again, it is an honor to represent you on the national board, and I look forward to working with everyone in the future to improve our businesses.

www.phccwa.org • PHCC of Washington News • Fall 2016

(L to R) Rick Charriere; and Steve Ferree

(L to R) Representative David Reichert; Legislative Aid; and Rick Charriere

(L to R) Rick Charriere; Darrell Fuller, Oregon PHCC Executive Director; and Steve Ferree

(L to R) Darrell Fuller; Senator Jeff Merkley; Rich Charriere; and Steve Ferree

Positive Move on Workforce Development:

Congress Introduces Reformed

CARL D. PERKINS ACT that Strengthens Career and Technical Education

oth Republican and Democratic members of the House Committee on Education and the Workforce recently introduced the Strengthening Career and Technical Education for the 21st Century Act, a positive step for the Plumbing-Heating-Cooling Contractors—National Association (PHCC), which has been advocating for increased support from Congress on crucial workforce development initiatives. Representatives from PHCC reinforced those efforts this past spring at two legislative events on Capitol Hill – a special Workforce Development Roundtable in April and the annual PHCC Legislative Conference in May – where conference participants met face-to-face with policymakers about the critical workforce shortage in the p-h-c industry. A 21-percent increase in the number of plumbing and HVAC technicians is projected by the year 2022. This new legislation reauthorizes and reforms the Carl D. Perkins Career and Technical Education (CTE) Act (Perkins Act), to help more Americans enter the workforce with the skills they need to compete for these high-skilled, in-demand jobs. Because the Perkins Act has not been updated in more than a decade, it no longer reflects the realities and challenges facing students and workers today. With that, the reformed act

– among other things – promotes the implementation of more innovative CTE programs by increasing the amount of federal funding available for advanced state leadership strategies and activities that will best serve the current and future needs of students, employers and communities. To ensure equitable access to federally-funded CTE programs, the U.S. Dept. of Education, under the reformed act, will have full authority to approve state and local plans, support program improvement and monitor and enforce statutory requirements that will ensure program quality and educational equity for CTE students. “Today’s CTE programs work to prepare millions of students for lifelong success and help bridge the divide between high school and post-secondary education and training,” says Rep. Robert C. “Bobby” Scott (D-VA). “This bipartisan bill prioritizes equity of opportunity for all students to participate in, and benefit from, high-quality CTE programs and will prepare them for high-skill, high-wage jobs that lead to economic self-sufficiency in the 21st century workforce.” Funding levels under this reauthorization of the Perkins Act indicate a step increase each year, from $1.133 billion in 2017 to $1.213 billion in 2022. The 2017 level reflects an increase of $15 million over the existing 2016 level. www.phccwa.org • PHCC of Washington News • Fall 2016

www.phccwa.org • PHCC of Washington News • Fall 2016

The reformed act also aims to improve current law by supporting the integration of employability skills into CTE programs. Employability skills were a key discussion point between PHCC and the House Congressional Career & Technical Education Caucus at the Workforce Development Roundtable in April. PHCC’s representatives offered targeted solutions on how they’re helping to ensure that students – and eventually employees – reach businesses with those all-important “soft skills,” such as communication, courtesy, customer service, appearance, organization, teamwork, and leadership. “PHCC is extremely pleased to see Congress initiating the expansion of the Perkins Act to include more innovative strategies to attract future workers to our industry,” said PHCC— National President Charles “Chip” E. Greene. “We look forward to working with Congress on this critical workforce development issue that will help recruit and train workers for our industry.” The PHCC—National Association, formed in 1883, provides legislative advocacy, education, and training to more than 3,500 plumbing and HVACR businesses and 70,000 technicians. Members of PHCC have access to a wide variety of services designed to increase their professionalism, grow their business, and improve profitability. www.phccweb.org.

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www.phccwa.org • PHCC of Washington News • Fall 2016

L&I COMPLIANCE INSPECTORS Contact the appropriate inspector in the county where the work is being performed to report uncertified plumbers and plumber trainees. Provide an exact address of where the work is being performed. You can also report fraud online or call 1-888-811-5974.

L&I COMPLIANCE INSPECTORS REGIONS 1 & 2

L&I COMPLIANCE INSPECTOR SUPERVISOR REGIONS 1 & 2 (NORTH TEAM) King County North to Whatcom County Jesse Jameson, Supervisor 12806 Gateway Dr S Tukwila WA 98168 Phone: 206-835-1107 Email: Jesse.Jameson@Lni.wa.gov

Snohomish, Skagit, Whatcom, Island, and San Juan Counties: Tim Barchenger 729 100th Street SE Everett WA 98208 Phone: 425-290-1397 Email: Timothy.Barchenger@Lni.wa.gov

King County – South and Westside: Mat Jackson 12806 Gateway Drive Tukwila WA 98168 Phone: 206-835-1083 Email: Mathew.Jackson@Lni.wa.gov

Jason Burt 729 100th Street SE Everett WA 98208 Phone: 425-290-1355 Email: Jason.Burt@Lni.wa.gov

Erik Sackstein 12806 Gateway Drive Tukwila WA 98168 Phone: 206-835-1100 Email: Erik.Sackstein@Lni.wa.gov

Snohomish, King County - North Shawn Dove 729 100th Street SE Everett WA 98208 Phone: 425-290-1365 Email: Shawn.Dove@Lni.wa.gov

Joaquin Perez 12806 Gateway Drive Tukwila WA 98168 Phone: 206-835-1068 Email: Joaquin.Perez@Lni.wa.gov

King County - Eastside Dennis Sampson 616 120th Avenue NE Suite C201 Bellevue WA 98005 Phone: 425-990-1464 Email: Dennis.Sampson@Lni.wa.gov

Seattle Tyler Remington 315 5th Avenue S Seattle WA 98104 Phone: 206-515-2813 Email: Tyler.Remington@Lni.wa.gov

Dean Waltier 616 120th Avenue NE Suite C201 Bellevue WA 98005 Phone: 425-990-1454 Email: Dean.Waltier@Lni.wa.gov www.phccwa.org • PHCC of Washington News • Fall 2016

L&I COMPLIANCE INSPECTOR SUPERVISOR REGIONS 3 & 4 (SOUTH TEAM) Clallam South to Klickitat County Reed Despain, Supervisor 711 Vine Street Kelso WA 98626 Phone: 360-575-6933 Email: Harry.DeSpain@Lni.wa.gov L&I COMPLIANCE INSPECTORS REGIONS 3 & 4 Jefferson, Clallam, Kitsap - North Brent Sloman 500 Pacific Avenue Suite 400 Bremerton WA 98337 Phone: 360-415-4036 Email: Brent.Sloman@Lni.wa.gov

L&I COMPLIANCE INSPECTOR SUPERVISOR REGIONS 5 & 6 (EAST TEAM) Eastern Washington Counties Steve Rushing, Supervisor 509 Grant Road East Wenatchee WA 98802 Phone: 509-886-6552 Email: Steve.Rushing@Lni.wa.gov

DETECTION TRACKING UNIT – L&I MAIN OFFICE Supervisor Mary Jo Boies, Supervisor 7273 Linderson Way SW Tumwater WA 98501 Phone: 360-902-6210 or 1-888-811-5974 Email: Maryjo.Boies@Lni.wa.gov L&I COMPLIANCE INSPECTORS MAIN OFFICE

Mason, Grays Harbor, West Thurston Steven Dalthrop 7273 Linderson Way SW Tumwater WA 98501 Phone: 360-902-5220 Email: Steven.Dalthorp@Lni.wa.gov

L&I COMPLIANCE INSPECTORS REGIONS 5&6

Tom Berryman 7273 Linderson Way SW Tumwater WA 98501 Phone: 360-902-6869 or 1-888-811-5974 Email: Thomas.Berryman@Lni.wa.gov

Yakima, Kittitas Marco Campos 15 W Yakima Avenue Suite 100 Yakima WA 98902 Phone: 509-454-3751 Email: Marco.Campos@Lni.wa.gov

Terri Zenker 7273 Linderson Way SW Tumwater WA 98501 Phone: 360-902-6862 or 1-888-811-5974 Email: Terri.Zenker@Lni.wa.gov

Pierce, Lewis and East Thurston Bob Esparza 7273 Linderson Way SW Tumwater WA 98501 Phone: 360-902-6813 Email: Robert.Esparza@Lni.wa.gov

Grant, Douglas, Chelan, Okanogan Bryan Jones 519 Grant Road East Wenatchee WA 98802 Phone: 509-886-6562 Email: Bryan.Jones@Lni.wa.gov

Pierce and South Kitsap Frank Fazekas 950 Broadway Suite 200 Tacoma WA 98402 Phone: 253-596-3894 Email: Francis.Fazekas@Lni.wa.gov Pierce, South King, and Vashon Island Danny Zeth 950 Broadway Suite 200 Tacoma WA 98402 Phone: 253-596-3805 Email: Danny.Zeth@Lni.wa.gov Clark – South Vancouver, Skamania, Klickitat Rick Joner 312 SE Stonemill Drive Suite 120 Vancouver WA 98684 Phone: 360-896-2392 Email: Rick.Joner@Lni.wa.gov 32

Wahkiakum, Pacific, and North Clark Dale Partin 312 SE Stonemill Drive Suite 120 Vancouver WA 98684 Phone: 360-896-2327 Email: Dale.Partin@Lni.wa.gov

Walla Walla, Franklin, Benton, Columbia Donald Taylor 4310 W 24th Avenue Kennewick WA 99338 Phone: 509-735-0115 Email: Donald.Taylor@Lni.wa.gov Ferry, Stevens, Pend Oreille, Lincoln, Adams, Spokane, Whitman, Garfield, Asotin Matt Riley 901 N Monroe Suite 100 Spokane WA 98402 Phone: 509-324-2538 Email: Edward.Riley@Lni.wa.gov Michael Thrams 901 N Monroe Suite 100 Spokane WA 99201 Phone: 509-324-2552 Email: thrm235@Lni.wa.gov www.phccwa.org • PHCC of Washington News • Fall 2016

www.phccwa.org • PHCC of Washington News • Fall 2016

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